Supplemental Benefits Play Important Role in Maintaining Overall Health
Employers and employees alike frequently think of dental and vision benefits as a nice perk, but as coverage that merely supplements the medical plan. This view underestimates the real value of dental and vision benefits coverage. Thorough dental and vision exams—which typically are covered benefits under these policies, sometimes in full—can serve a purpose beyond detecting dental and vision problems, because they can reveal evidence of other medical conditions. Also, good oral and eye health can help avoid the onset of medical problems associated with poor maintenance of these aspects of one’s health. For these reasons, dental and vision coverage can be an important tool in preventing other serious health conditions, in maintaining good overall health and, consequently, in possibly controlling the costs of the medical plan.
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When FMLA and COBRA Converge: Continuation Rights for Employees on Family and Medical Leave
Under the Family and Medical Leave Act (FMLA), businesses with 50 or more workers must provide eligible employees with up to 12 weeks of unpaid, job-protected leave over a 12-month period to care for a new child or for their or a family member’s illness. Employees who had health insurance through their employer before taking FMLA leave must be permitted to continue coverage, on the same terms, for the duration of the leave. If an employee on FMLA leave decides not to return to work, how do the provisions of the COBRA continuation of coverage law apply?
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Changes to Bankruptcy Law Give Broad Protection to Retirement Funds
The Bankruptcy Abuse Prevention and Consumer Protection Act of 2005 (Public Law 109-8), signed into law on April 20, 2005, substantially amends federal bankruptcy law. Reports in the general press have focused primarily how this new law affects an individual prospective debtor’s access to bankruptcy relief. However, the law also clarifies and broadens the protection given to retirement funds in a bankruptcy proceeding.
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Correct Delivery of Notices Key Element of Proper COBRA Administration
COBRA continuation of coverage law requires that certain notices be furnished to employees and other qualified beneficiaries by the employer or plan administrator. Because the penalties for noncompliance with the COBRA notice requirements can be costly, following the requirements for furnishing—that is, delivering—the necessary notices is an important part of COBRA administration.
COBRA notices that the employer or plan administrator must furnish include—
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